10.10, Performance Appraisal Flashcards
Performance appraisals must be __________, ____________, and __________ in order to achieve the purpose and objectives of the performance appraisal system.
Consistent, timely, and unbiased
HPM 10.10, Chapter 1
A _________ task is defined as one that must be performed at a level that meets established performance standards.
Critical task
HPM 10.10, Chapter 1
The ____________ is a desire to “play it safe” or avoid giving extreme ratings (either good or poor).
Central tendency effect
HPM 10.10, Chapter 1
The ___________ is a tendency to allow an employee’s performance of one critical task of performance factor to influence the rating for all the other tasks.
Halo effect
HPM 10.10, Chapter 1
The purpose of the _______________ is to establish and implement a departmental program to develop future leaders.
Leadership Development Plan
HPM 10.10, Chapter 2
What form was developed as a tool to assist departmental employees with the identification and development of recognized leadership competencies?
CHP 14, Leadership Development Plan
HPM 10.10, Chapter 2
A CHP 14, Leadership Development Plan, should be retained by the command in the employee’s field personnel file for a period of ________ from the original date of discussion.
One year
HPM 10.10, Chapter 2
How many critical tasks are listed on the CHP 100 and CHP 118 for officers?
Eight
HPM 10.10, Chapter 3
What are the possible ratings for any given critical task on the CHP 100?
Excellent, proficient, and needs improvement
HPM 10.10, Chapter 3
What are the possible ratings for any given critical tasks on the CHP 118 for officers?
Excellent, proficient, and deficient
HPM 10.10, Chapter 3
Who acts as the CHP 100/118 reviewer?
The next level of management above the rater (lieutenant or captain).
(HPM 10.10, Chapter 3)
Who acts as the CHP 100/118 rater?
The officer’s immediate supervisor
HPM 10.10, Chapter 3
What is required to substantiate a rating of “excellent” or “deficient” on the CHP 118?
Documented evidence
HPM 10.10, Chapter 3
The supervisor ____________ (should/shall) review previous CHP 100 forms to identify work performance trends.
Should
HPM 10.10, Chapter 3
True or False: a rating of “deficient” on a probationary officer’s CHP 118 is grounds for rejection during probation.
True
HPM 10.10, Chapter 3
Are an officer’s CHP 100 forms forwarded to the new command upon promotion to sergeant?
No
HPM 10.10, Chapter 3
Supervisor comments are mandatory for ratings of ________ or ________ on the CHP 100.
“Excellent” or “Needs Improvement”
HPM 10.10, Chapter 3
CHP 100 forms are maintained for a period of _______ years.
Five years (in a separate folder adjacent to the field personnel folder)
(HPM 10.10, Chapter 3)
What five elements must be included in an action plan to address a performance deficiency (interim reporting)?
1) Discuss of specific problem areas
2) Description of performance objectives set
3) Methods outlined to reach objectives
4) Controls involved
5) Timeframes for follow-up
(HPM 10.10, Chapter 3)
What is the next step when an officer (or other employee) fails to respond to interim reporting?
Adverse action
HPM 10.10, Chapter 3
Sergeants are assigned monthly critical task ratings using a three-point rating system on the ___________ form.
CHP 112, Management Summary
HPM 10.10, Chapter 4
The __________ form is used to document performance for probationary and permanent sergeants.
CHP 118S, Performance Appraisal - Sergeant
HPM 10.10, Chapter 4
A sergeant’s performance is rated in _______ critical tasks on the CHP 118S.
Ten
HPM 10.10, Chapter 4
Upon request by the sergeant, promotional readiness shall be documented on the ___________ form.
CHP 131, Promotional Development Assessment
HPM 10.10, Chapter 4
What are the three ratings that may be assigned for each critical task for sergeants?
1) Excellent
2) Proficient
3) Deficient
(HPM 10.10, Chapter 4)
Probationary sergeants (and officers) shall receive written performance appraisals within _____ days of the end of 4 months, 8 months, and 12 months.
10 days
HPM 10.10, Chapter 4
When an officer or sergeant is off duty for _________ days or more because of illness, injury, or leave of absence, the annual performance appraisal will be extended three additional months after returning to work.
30 consecutive days
HPM 10.10, Chapter 4
